The Attorney's will receive their wage increases AND retro adjustment on the paycheck of April 4th, 2008.
At our E-Board meeting on March 6th the Board voted unanimously to support the Assistant AG's in their efforts to organize. I have signed a letter written by board members and it has been sent to the press. The text appears below.
I am the president of the American Federation of State, County and Municipal Employees (AFSCME) local 2938. We represent the Assistant County Attorneys and Assistant Public Defenders and other legal professionals employed by Hennepin County. Our Executive Board has asked me to write to show our strong support for the attorneys and legal staff at the Minnesota Attorney General’s Office in their effort to organize under AFSCME. In particular we want to commend the courage of the three Assistant Attorneys General who spoke publicly about the organizing effort.
We have had union representation with AFSCME for over 35 years. We understand firsthand the importance of union representation and just-cause terminations in a public law office. We too work in an environment that experiences a political election every four years. We believe that union representation has helped us avoid the politically charged environment that currently plagues the Attorney Generals Office, an atmosphere that makes it difficult for their attorneys to do their jobs. In Hennepin County, we work in concert with our elected officials. Union representation ultimately benefits the public.
Union representation allows us to negotiate our salaries, and to ensure that salaries are consistent throughout the offices. Union representation allows us to negotiate our health and insurance benefits, as well as other conditions of employment. Union representation gives us a voice, and allows us to communicate productively with management, without fear of reprisal or of losing our jobs. In Hennepin County, elections are not followed by large numbers of staff resigning. We firmly believe that union representation benefits the citizens of Hennepin County by fostering retention of our highly skilled and experienced attorneys and other legal staff. We do better work, with fewer staff, than similar offices throughout the country.
We understand that over 50 attorneys, more than a third of the staff, have left the Minnesota Attorney General’s Office in the past year. That kind of turnover only brings down morale, weakens an office overall and reduces productivity. It does not benefit citizens. We also just learned that Amy Lawler, one of the three attorneys who spoke out publicly, has been placed on administrative leave for an unspecified period of time. This is why union representation is so important. There does not appear to be any process within that office for raising concerns with management without risking your job, as Ms. Lawler’s case demonstrates.
We offer our support and assistance as the employees at the Minnesota Attorney General’s Office try and raise their voice to be heard. We wish them success, and hope that the public that these dedicated public servants serve, will support them too.
James Appleby
President AFSCME Local 2938
County Board OK'ed our contracts on March11th.
The Essential Unit (Assistant County Attorneys) Contract was accepted by the members. The vote in favor was 97%.
The County Board will vote at their March meeting. The new pay scale and retro pay will be reflected in pay checks, probably in early April.
Legal Unit Contract Vote Set:
Monday, February 25th, 2008
PSL.
Members may vote from
9AM. until 3PM.
A"Yes" vote accepts the contract.
A "No" vote rejects the contract and authorizes a strike.
The terms are set out in full below.
SUMMARY OF OFFER
January 22, 2008
The Employer makes this offer on the condition the union bargaining team presents the offer to the membership for a ratification vote. Should the union bargaining team refuse to take this offer back to the membership for a ratification vote or if the membership rejects the offer by a majority vote, the offer is officially withdrawn.
1. Article 9, Work Schedules/Premium Pay
Bi-Lingual Pay. Increase bi-weekly rate from $40.00/payroll period to $45.00/payroll period. Increase shift rate from $8.00/shift to $9.00/shift.
This increase will be effective the first full pay period in 2008 or the first full pay period in 2008 following the execution of the agreement, whichever pay period is later.
2. Article 11, Vacations
Add a new section to read as follows:
Section_______. Pursuant to Internal Revenue Service Rules and Regulations, employees may annually, with the approval of their Department Director, cash-out or convert to the County’s deferred compensation program, up to forty (40) hours of vacation. In order to convert such vacation to cash or deferred compensation, the employee must, by November 1 of the payroll year PRIOR to conversion, submit to the EMPLOYER in writing, the specific number of vacation hours requested for conversion. The EMPLOYER shall convert such vacation to cash or make payment to the employee’s deferred compensation account in February of the payroll year following receipt of the irrevocable election.
3. Article 22, Insurance
The parties agree to the following plan design changes. (Note: These benefit changes will not be codified in the labor agreement.)
A. Deductible carryover. No carryover. New deductible begins anew at the beginning of each calendar year.
B. Employee covered as Employee as well as a Dependent. If two employees work for Hennepin County , only one Employee can cover the family and the Employee cannot be covered as a Dependent if he/she also carries Single coverage.
C. Prescriptions. Change co-pays from $12/$20 (generic/brand) to $12/$23 (generic/brand).
2008 Health Insurance Contributions
NOTE: These contributions shall be deducted in February 2008 for coverage starting in March, 2008. The previously executed Health Insurance Memorandum of Understanding shall govern Employer and Employee contributions in December 2007 and January 2008 for January and February 2008 coverage.
Employee Only (Single)
$15.00 employee contribution.
Employee + Spouse
$337.18 employee contribution.
Employee + Child(ren)
$258.24 employee contribution.
Family
$375.36 employee contribution.
2009 Health Insurance Contributions
For coverage in 2009, (deductions starting in December 2008, Employees will make a contribution towards Family, Employee + Spouse and Employee + Children premiums which is equal to the same percentage of premium borne by employees in 2008. In 2009, employees selecting Single coverage shall contribute $17.00 per month initially with the single contribution increasing to $25.00 per month on December 1, 2009.
4. Article 22A-Retiree Health Insurance/Health Care Savings Plan (NEW)
Section 1. Early Retiree Health Insurance Program (ERHIP).
Subd. 1. Benefit. The County shall provide access to the County’s group health insurance program for eligible employees until the end of the month in which the employee turns age 65. An eligible employee shall receive the same County contribution towards the health insurance continuation benefit provided for in the ERHIP as though the employee is actively working and has elected single coverage in the County’s group health insurance program. An eligible employee may elect to continue coverage under the County’s group health insurance program for dependents provided the employee pays 100% of the cost of dependent coverage in addition to any required share of the single premium. The County may establish appropriate policies and procedures to implement and administer the ERHIP that are not inconsistent with the requirements of this section. These include, but are not limited to, the application process and the time period required to apply for EHRIP benefits, the process for remitting premium payments, adding or deleting dependents from coverage or the termination of coverage for the non-payment of premiums.
Subd. 2. Eligibility. Only employees that have County group health insurance coverage in force on the date of employment termination and who were hired by the County prior to January 1, 2008, are eligible to participate in the ERHIP. Employees newly hired, re-hired or re-instated after January 1, 2008, are ineligible to participate in the ERHIP. To receive the health insurance continuation benefit provided for in the ERHIP, the employee must meet at least one of the following three eligibility requirements:
A. The eligible employee meets one of the following age and years of service requirements:
Age Years of Service--Non Continuous Hours
55 but less than 62 20 (41,600 hours)
62 but less than 63 15 (31,200 hours)
63 but less than 64 14 (29,120 hours)
64 but less than 65 13 (27,040 hours)
B. The eligible employee at the time of retirement qualifies for and applies for a full, unreduced retirement annuity (other than a deferred annuity), based on a minimum of ten (10) years of Hennepin County service, from an approved Minnesota public service retirement program.
C. The eligible employee at the time of retirement qualifies for and applies for a retirement annuity (other than a deferred annuity), from an approved Minnesota public service retirement program with at least twenty-five ( 25) years of covered service, at least ten (10) of which must have been with Hennepin County.
Subd. 3. Opt-out. Employees eligible to participate in the ERHIP may opt out of the program. Employees desiring to opt-out must elect in writing prior to July 1, 2008, whether they will maintain their current retiree insurance benefit, or opt out of the ERHIP and participate in the Health Care Savings Plan (HCSP) option. This is a one-time, irrevocable election. Employees who do not make an election in writing prior to July 1, 2008, will be deemed to have elected to retain their current retiree insurance benefit under the ERHIP.
Subd. 4. No Guarantee of Future Benefit. Nothing in this section shall be construed to be a guarantee of future retiree health insurance benefits beyond the expiration date of this AGREEMENT. The County and the Union (or in the case of an unit of essential employees, an interest arbitrator) reserve the right during subsequent negotiations to modify, amend, or terminate, in whole or in part, this ERHIP. In the event the union is decertified as the exclusive representative, the County may, at any time after the expiration of this AGREEMENT, modify, amend, or terminate, in whole or in part, this ERHIP.
Section 2. Health Care Savings Plan (HCSP)
Subd. 1. Establishment of HCSP. A Health Care Savings Plan (HCSP) is established to enable Hennepin County employees to save money on a pre-tax basis to pay post-County employment medical expenses and/or health insurance premiums. Employer and employee contributions designated below shall be deposited with a HCSP provider selected by the EMPLOYER. The County and the HCSP provider may establish appropriate policies and procedures to implement and administer the HCSP that are not inconsistent with the requirements of this section.
Subd. 2 Eligibility. Only permanent employees that are participating in the County’s group health insurance program are eligible to participate in the HCSP. Employees hired, re-hired or re-instated after January 1, 2008, and employees that exercised their right to opt-out of the ERHIP, are required to participate in the HCSP.
Subd. 3. Employee Contribution. Eligible employees shall contribute one percent (1%) of their salary on a per pay period basis to the HCSP beginning the first full payroll period in 2009.
Subd. 4. County Contribution . The County shall make the following annual contributions to an eligible employee’s HCSP account beginning in 2009. The County’s annual lump sum contribution shall be made in the first full pay period following an employee’s anniversary date as follows:
Years of Service County Annual Contribution
More than 5 years (10,400 compensated hours) $500.00 per year
and less than 10 years (20,800 compensated hours) of service.
More than 10 years (20,800 compensated hours) and less $600.00 per year
than 15 years (31,200 compensated hours) of service.
More than 15 years (31,200 compensated hours) of $700.00 per year
service.
5. Salary Rates
A. General Adjustment.
2008 (effective 1/06/08)
All steps in the range, except max rate: 2.25%, and
Max Rate: 3.4%
In an alternative to the above , the bargaining unit may opt for 3.00% to all steps in the range.
2009 (effective 1/05/09)
All steps in the range, except max rate: 2.25%, and
Max. Rate: 3.4%
In an alternative to the above , the bargaining unit may opt for 3.00% to all steps in the range.
B. 2008 Market Adjustment.
The following market adjustment shall be made to the max rate of the range in 2008 only, after the wage improvements identified above are applied:
Attorney 1.00%
Sr. Attorney 1.00%
6. Voluntary Leave Without Pay, Various Articles (Generally Article 37)
Delete reference to 2006 in Section 1 and replace with 2008. In section 2, replace 2007 with 2009.
7. Article 44, Term of the Agreement
Two (2) years, 2008 and 2009
8. Attachment B (Listing of Current Hennepin County Departments)
These are the list of county departments at this time:
Administration
Human Services and Public Health
Environmental Services
Housing Community Works and Transit
Public Works Management and Support
Transportation
NorthPoint Health and Wellness
Metropolitan Health Plan
Community Corrections
Budget and Finance
Information Technology
Intergovernmental Relations
Public Affairs
County Attorney ’s Office
Public Defender
Sheriff’s Office
Law Library
Library
Assessor
Medical Examiner
Property Services
Taxpayer Services
Examiner of Titles
Internal Audit
Human Resources
Labor Relations
Strategic Initiatives and Community Engagement
Thats the January 22 2008 offer.
LETTER OF UNDERSTANDING
BETWEEN
HENNEPIN COUNTY AND
AFSCME, COUNCIL #5, LOCALS 34, 2822, 552, 1719, 2864, and 2938
(Essential and Non-Essential Units)
Hennepin County and the AFSCME Council #5, Locals 34, 2822, 552, 1719, 2864 and 2938 (Legal Units) agree to MEET AND CONFER on the following issues during the term of the current agreement, January 1, 2008, through December 31, 2009:
1. Research/discuss the impact smoking has on employee health insurance premiums.
2. Establish that the $5.00 reduction to Office Visit Co-Pays must involve the completion of the Health Assessment AND the successful completion of an additional health related activity (smoking cessation class, weight loss program, etc.).
3. Discuss Workload/caseload issues.
4. Discuss alternative work schedules in an effort to remove traffic from congested roadways subsequent to the I-35W bridge collapse.
The Employer and the Union also agree to implement the following process regarding the possible establishment of a Health Care Savings Plan.
The Parties agree that during calendar year 2008, Hennepin County and AFSCME will co-facilitate an initiative to educate AFSCME bargaining unit employees regarding Health Care Savings Plans (HCSP). Hennepin County and AFSCME will co-present up to ten (10) noon-hour sessions at Hennepin County facilities over the course of calendar year 2008. By March 31, 2009, the parties will agree upon the terms of the HCSP, in accordance with MSRS and IRS rules and requirements. Each bargaining unit will vote on the agreed upon plan design specific to each local, to determine if the plan is ratified. Implementation of any plan that is ratified by the local will occur no later than October 31, 2009.
This Letter of Understanding expires on December 31, 2009.
Dated: November 28, 2007
For the County For the Union
William P. Peters Steve Marincel
November 28, 2007
Mr. Steve Marincel
Mr. Matt Nelson
Mr. Jeff Dains
Business Representatives
AFSCME Council No. 5
300 Hardman Avenue South
South St. Paul , MN 55075
RE: Dignity and Respect Initiative
Messers: Marincel, Nelson and Dains:
Upon the completion of the three (3) Pilot Projects initiated by our county-wide Dignity and Respect Committee, the Employer agrees to Meet and Confer regarding next steps. Included in this discussion shall be the review of a status report which shall be submitted by each Pilot Project no later than July 15, 2008.
If you have any questions concerning this matter, please feel free to contact me at (612) 348-0051.
Sincerely,
Richard P. Johnson
County Administrator
Hennepin County
MEMORANDUM OF UNDERSTANDING
BETWEEN
AFSCME COUNCIL 5, LOCAL 2938 ESSENTIAL ATTORNEY UNIT
AND
HENNEPIN COUNTY
REGARDING HEALTH INSURANCE
The parties mutually agree that the following health insurance plan design and related premium contributions shall be effective from January 1, 2008 (Premiums will be deducted commencing December, 2007) and until such time as agreement on such plan design and related premium contributions is achieved for 2008-2009 labor agreements, or until March 31, 2008, whichever comes sooner.
Thus, this agreement shall expire on March 31, 2008, if voluntary agreement is not achieved on new labor agreements for 2008 – 2009 by that time (Employer contributions will revert to 2007 levels. $481.00 for single and $1.346.70 for Family beginning with the premium deducted in March, 2008 for April coverage).
The parties agree that the provisions identified below modify the terms of the current, i.e. 2006 – 2007, collectively bargained agreements, after such agreements expire.
Nothing in this agreement shall prevent the parties from continuing to collectively bargain health insurance plan design and related premium contributions for the 2008-09 contracts from the date of execution of this agreement or after.
Interim premiums and Interim Employee contributions toward such premiums for the period of this Memorandum of Understanding shall be:
Single Premium $538.72/month
Single Employee Contribution $ 25.00/month
Family Premium $1,508.30/month
Family Employee Contribution $ 377.07/month
Health Partners Plan Design for 2007 shall continue during the life of this Memorandum of Understanding.
FOR HENNEPIN COUNTY :
_________________________________ _____________
William P. Peters Date
Labor Relations Director
FOR AFSCME COUNCIL 5, LOCAL 2938
_________________________________ ______________
Steve Marincel Date
The Essential Unit's team will meet with the employer again on 12-10-07.
Click here for the Essential Unit's Proposal
Most of our members are aware that our local consists of two separate bargaining units. These are the Essential Unit, representing employees who by law, cannot strike, including the lawyers in the County Attorney's Office; and the Legal Unit, representing employees who can strike, including the lawyers in the Public Defenders Office who are county employees, investigators, LSS's, and dispositional advisors. All members elect an Executive Board and officers.
E-Board meetings are normally held on the first Thursday of each month at 12:15 PM.
The location alternates between HCGC and the William McGee (PD) building.
Most of our members are aware that our local consists of two separate bargaining units. These are the Essential Unit, representing employees who by law, cannot strike, including the lawyers in the County Attorney's Office; and the Legal Unit, representing employees who can strike, including the lawyers in the Public Defenders Office who are county employees, investigators, LSS's, and dispositional advisors. All members elect an Executive Board and officers.
Please don't hesitate to contact your union representatives.
President, Local 2938.